Employment Services

Civilian jobs for veterans can be hard to find. Here’s one military veteran’s story.

When Raina Stevens, at 18, found herself on a bus headed for Fort McClellan, Alabama, she knew one thing for sure: She needed stability in her life.

“My upbringing included a lot of chaos,” she said. “And I needed the opposite.”

Shortly after graduating high school in 1998, Raina had enlisted in the United States Army and was now on her way to basic training.

Jobs for Veterans: Finding a Mentor

Once trained, Raina was sent to Fort Johnson (formerly Fort Polk) in Louisiana. It was there that she met someone who would be pivotal in her journey to stability.

“First Sergeant Michael Collins was the first father figure I ever had,” Raina said. “He told me just how much fortitude I had and what I was capable of. He bridged the gap from where I’d come from to where I was going.”

Collins also challenged Raina to ask herself: “Could I, someday, help bridge gaps for others? Could my history be useful in that way?”

While stationed at Fort Johnson, Raina also got married and gave birth to a son. She became a reservist, allowing time for her to care for her child while working full time. In 2005, she completed her military service.

Collins also challenged Raina to ask herself: “Could I, someday, help bridge gaps for others? Could my history be useful in that way?”

Jobs for Veterans: College Brings an Opportunity

“A woman who’d recently lost her sight was registering for the same program that I was. She was looking for a professional reader.”

Raina took on that role, a Texas state-funded position, until the two-year program’s completion. Inspired by the experience, she enrolled in Oklahoma State’s Interpreter Training Program and then in Oklahoma’s Sight Hearing Encouragement Program (SHEP).

“I became a certified Support Service Professional (SSP)—a Deafblind Interpreter.”

Raina was trained in “tactile sign language,” a modality used to communicate with individuals who are both deaf and blind. She was on her way to using her history to help others.

But life as a now-single mom mandated a move back to Texas. Fortunately, once there, Raina found PRIDE Industries where she began work as an employment coach, specializing in American Sign Language (ASL).

Help Other Military Veterans find Jobs

Raina was hired in 2018 to work at Western Currency Facility (WCF), a PRIDE Industries customer. In her role as an ASL job coach, she wore two hats: She interpreted for the facility’s eight Deaf employees while covering human resources responsibilities—both roles at which she excelled. Then, in 2023, she saw that the PRIDE Industries Veterans Liaison position had become available.

“When I read the job description, I thought it would be a great opportunity to serve others while contributing to PRIDE Industries’ success.” This is also when another mentor factored into Raina’s life. “PRIDE Industries General Manager Jim Gaston empowered me to take the lead on several initiatives, regardless of my title,” said Raina. “Like my first sergeant, he saw something in me that I’m not sure I saw in myself.”

As PRIDE Industries Veterans Liaison, Raina oversees multiple aspects of veteran recruitment and employment. She assists in the development of relationships with the Veterans Administration and other veterans’ organizations, working closely with recruiters and hiring managers throughout the process of finding jobs for veterans.

Raina recommends activities and events to connect with the veteran community, provides educational materials to veterans and referral agencies, assists with developing professional advancement opportunities to benefit our veteran employees, represents PRIDE Industries at a public-relations level, works with PRIDE Industries’ Veterans Employee Resource Group (ERG), and reports on these efforts.

“I am really proud of the hands-on work that I did with the team at WCF,” said Raina. “Now, in my new position, I feel like I can contribute to our mission on a new level.”

From Chaos to Stability to Giving Back

A new homeowner, a parent, and now a PRIDE Industries Veterans Liaison, Raina has the stability she once longed for, as well as a career that allows her to be of service on a larger scale. “Through all the hardships, I’ve also been given opportunities that many with my history haven’t,” said Raina. “That’s why giving back, whether through ASL or as PRIDE Industries’ Veterans Liaison, is so important to me.”

As the pandemic has waned, hospitality staffing solutions are needed more than ever.

The hospitality industry continues to face an acute staffing shortage, making it difficult for many businesses to maintain high-quality service and meet customer expectations. Hotels, restaurants, and other service-oriented businesses report shortages severe enough to affect their ability to operate. The good news? There’s a proven solution that not only addresses staffing shortages but also promotes inclusivity and diversity within the workforce—employing people with disabilities.

The Untapped Potential of People with Disabilities

Over 10 percent of working-age Americans have a disability. Historically, only about 30 percent of these individuals have participated in the workforce—as opposed to 75 percent of persons without disabilities. That’s changing. A recent National Trends in Disability Employment (nTIDE) report, published by the Kessler Foundation and the University of New Hampshire, found that the disability employment-to-population ratio has risen to 37.9 percent. As cause for the shift, the study cited an increase in remote work and a growing awareness of the benefits of a workforce that includes people of all abilities—many of which specifically translate to hospitality staffing solutions.

A recent report by analyst firm Accenture found that employers who actively hire and support employees with disabilities earned 1.6 times more revenue, 2.6 times more net income and 2 times more economic profit than peer organizations.

Hospitality Staffing Solutions Include People of All Abilities

Not only are hotels, restaurants, and other service-oriented businesses grappling to find employees, but retention is also an issue. According to the Bureau of Labor Statistics, up to 80 percent of hospitality employees leave within the first year—incurring operational disruptions, impaired customer service, and substantial costs to employers. All of this has left hotel operators and food service providers with a dismal outlook. According to a survey by Deloitte, these employers don’t expect staffing to return to 2019 levels until around 2030. But it doesn’t have to be that way.

Of the many reported benefits that people with disabilities bring to employers, long-term retention, reliability, and high customer satisfaction top the list. That’s certainly what the managers of three busy hotels discovered when they adopted an inclusive hiring model.

Resorts Find Stellar Employees

Viejas Casino & Resort

Viejas Resort and Casino in Southern California has about 20 employees with disabilities, part of a 10-year partnership with PRIDE Industries. One, Mike Becker, an employee with a developmental disability, was recently featured on San Diego’s CBS 8 News for providing a decade of “hard work” to Viejas. Mike loves keeping the resort clean. “I would like to work here at the casino for 10 more years,” he said.

“Viejas management and executives love having our employees there,” said David Cuevas, Director of Workforce Inclusion. “They are an integral part of the team, keeping the different casino areas spotless.”

Viejas also appreciates the positivity this workforce brings. “They show up every day with a smile on their face, eager to work,” said Cuevas.

So valued is this team that they are “treated like family,” according to Viejas management.

Legacy Resort Hotel & Spa

Ben Godwin impressed the team at San Diego’s Legacy Resort Hotel and Spa team from the start of the hiring process in 2020.

“Unlike many of our interviewees, Ben was totally at ease,” said Tonya Seidler, Legacy’s Human Resources Director. “He answered all the interview questions thoroughly, providing examples of prior work responsibilities to help us visualize him in our open position.”

In addition to being professional and prepared for the interview, Ben had an infectious enthusiasm that impressed Tonya from the very start. “He’s continued to wow us ever since,” she said.

“We serve people from all over the world,” said Steve Marciano, General Manager. “And we need quality people like Ben.”

Ben’s supervisor, Josh Bueno, concurs. “Providing quality service includes being friendly and helpful to the hotel’s guests,” he said. “Ben does this every day. He’s a team player, too. When he’s asked to deviate from his assigned tasks, he does so willingly.”

Thunder Valley Casino Resort

In Northern California, an “elite laundry team,” which includes 23 employees with disabilities, has helped keep Thunder Valley Casino Resort patrons supplied with clean linens and towels since 2019. So impressive is this team that Laundry Manager Khawar Qureshi has called on other teams to “step up and learn” from them, citing the group’s ability to multi-task while maintaining production flow in a busy environment. “They are very productive, and they do quality work,” said Khawar.

“I think it’s a great workforce,” said Brant Kelly, Director of Hotel Operations, adding that working with the team has been “nothing but a pleasure.”

Joel Moore, Vice President of Operations at Thunder Valley, shares the enthusiasm, saying that laundry operations have been so successful that the casino is looking to add employees with disabilities in other areas.

Hiring People with Disabilities Boosts Profitability

Aside from strengthening day-to-day operations, a workforce that includes people with disabilities garners many financial benefits as well. A recent report by analyst firm Accenture found that employers who actively hire and support employees with disabilities earned 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than peer organizations. A separate study by Global Markets found that inclusive companies earn 2.5 times higher cash flow per employee, and inclusive teams are more productive by over 35%.

And Wait, There’s More

There really is. The Accenture study found that companies that hire people with disabilities demonstrate greater appeal to customers and socially conscious investors, increase innovation, and enjoy greater workplace morale—with all employees benefitting from an inclusive environment.

What’s more, this workforce specifically excels in areas that are key to the hospitality industry: retention, adaptability, and empathy.

When it comes to hospitality staffing solutions, extending your talent search to include people with disabilities just makes sense. With decades of experience as the leading employer of people with disabilities, PRIDE Industries makes connecting with this stellar workforce easy.

Let Us Help Solve Your Labor Shortages

The US Chamber of Commerce recommends that businesses turn to experienced partners to tap the many benefits—including tax incentives—of employing people with disabilities. PRIDE Industries has helped hundreds of companies do just that, helping recruit, hire, train, and support this growing and reliable talent pool—free of charge to employers.

Become an Employment Partner

Many hotel operators are wondering how to find employees. As a labor shortage threatens to impact businesses, there are good reasons to consider people with disabilities as an alternative hotel labor pool.

According to a recent survey conducted by the American Hotel and Lodging Association (AHLA), over 80 percent of hotels are experiencing staffing shortages—a number that has increased even as the pandemic has receded. Add to this a daily hotel room demand that’s expected to reach record highs in 2024, according to analytics firm STR, a division of CoStar, and it could mean the perfect storm.

Given this situation, many hotel operators are wondering how to find employees to fill an array of jobs, from housekeeping to food services to front desk positions.

The solution to finding hotel employees may be simple. Consider a nontraditional workforce in people with disabilities—because they make great hotel employees.

They’re Available

According to the Bureau of Labor Statistics, businesses that include people with disabilities reported a 72 percent increase in overall employee productivity—great news for any hotelier.

There are 22 million working-age people with disabilities, and just a third are employed. That leaves 14 million potential employees to fill hotel jobs. With unprecedented access to educational and training opportunities, this largely untapped talent pool is not only accessible—it’s also well-equipped for many hotel positions. Hale Pulsifer, Vice President of Customer Inclusion for Fidelity Investments, puts it this way, “For employers, it’s like discovering gold in the backyard.”

They’re Loyal

Not only are today’s hotel operators wondering how to find employees for their jobs, they’re also wondering how to keep them. According to the Bureau of Labor Statistics (BLS), the hospitality industry—including the hotel sector—has the highest annual turnover rate of any hospitality business. Employees with disabilities offer the antidote for this costly, disruptive trend—with exceptionally high retention rates leading to consistency, better customer service, and cost savings.

They Improve Morale and Customer Service

Studies have shown that the presence of employees with disabilities boosts overall workplace morale and reflects an employer’s commitment to inclusion. And where morale is high, customer service is better—a finding confirmed by Glassdoor’s 2019 study, which cited a direct link between workplace morale and customer service. In the hotel industry, where many jobs are customer-facing, workplace morale directly impacts the guest experience. High employee morale, then, translates into a better experience for hotel customers.

They Reflect Guest Diversity

A 2020 study by the Open Doors Organization found that the disability travel market is more robust than ever—to the tune of $58.7 billion, with growth projected to increase as the pandemic recovery continues. In an increasingly globalized world, hotels welcome a more diverse clientele than ever before—including people of varying abilities. A truly welcoming hotel staff should reflect the diversity of its customers.

They’re Empathetic

According to EHL, the world’s leading source of hospitality education, empathy is the key to hotel customer satisfaction. “Exceptional service is provided by those who don’t only respond to a request or complaint, but those who also empathize with the guest.” Living with a disability is not without challenges—which is exactly why people with disabilities tend to rank high in empathy. A 2016 study published in the peer-reviewed scientific journal, Emotion, found that people who have navigated significant adversity exhibit higher degrees of empathy than those who have not.

They’re Adaptable

The hotel workplace is a dynamic one where adaptability is imperative. Guests’ travel plans can change on a dime, as can their needs during a stay. Hotel operators can experience vendor delays, HVAC might seize, plumbing might clog, and the hotel’s best chef might call in sick—each necessitating an operational pivot. As high as people with disabilities tend to score on the empathy scale, they also rank high in adaptability. “Generally, people with disability demonstrate huge resilience and adaptability,” said Llewellen Prain, Deputy Chair for Canada’s Greater Western Water. “They are also great problem solvers because life involves a lot of workarounds every day.” In an article for Inclusion Hub, disability advocate Chelsea Perry echoes this sentiment, saying, “We’ve perfected important soft skills like adaptability.”

They’re Productive

Research by DuPont and Virginia Commonwealth University National found that employees with disabilities perform equal to or better than their counterparts without disabilities. Moreover, according to the Bureau of Labor Statistics, businesses that include people with disabilities reported a 72 percent increase in overall employee productivity—great news for any hotel operator wondering how to find employees.

How to Tap Into this Stellar Talent Pool

Are you wondering how to find employees for your hotel jobs? PRIDE Industries can help. As the nation’s leading employer of people with disabilities, we have unique access to this talent pool in numerous communities across the country. We hire and manage the employees and serve as the employer of record, minimizing the risk to hotel operators. Our employment coaches provide hands-on, on-the-job support, including job coaching, advocacy, problem-solving, and conflict resolution—all leading to smooth operations.

We’ve helped hundreds of businesses—including some of the country’s most prestigious hotels—build a workforce that they can rely on. And we can help you, too.

Let Us Help Solve Your Labor Shortages

Become an Employment Partner

The award recognizes his commitment to supporting employment for Americans with disabilities.

Roseville, Calif. — PRIDE Industries, the leading employer of people with disabilities, honored Congressman Kevin Kiley as an AbilityOne® Champion, in recognition of his commitment to supporting employment for Americans who are blind or have other disabilities. The presentation took place on Thursday, January 25, 2024, at PRIDE Industries’ corporate offices in Roseville, California.

“People with disabilities deserve an opportunity to work, to be productive, and to be full participants in our communities,” said Congressman Kiley. “I appreciate the work that PRIDE Industries and other non-profits do to help people with disabilities reach their full potential. I also appreciate the thousands of jobs that the AbilityOne Program creates for people with disabilities. I’m honored to receive this award.”

The AbilityOne Program provides employment opportunities through federal contracts for more than 36,000 people who have disabilities. The AbilityOne Congressional Champions program was created in 2002 to recognize Members of Congress who actively support people who are blind or have other disabilities. Currently, eleven members of the California congressional delegation have been named AbilityOne Champions. Rep. Kiley will be the twelfth. Rep. Kiley is currently serving his first term in Congress. He represents California’s third district, which includes PRIDE Industries’ headquarters in Roseville. The nonprofit social enterprise has approximately 1,600 employees with disabilities working on AbilityOne contracts in California and several other states.

The award was presented by Jeff Dern, President and CEO of PRIDE Industries. “Congressman Kiley truly is a champion of PRIDE Industries’ mission to create employment for people with disabilities,” said Dern. “His support on both the local and the federal level is deserving of this prestigious honor.”

Also in attendance at the award presentation was Rick Terrazas, Vice President of Government Affairs at SourceAmerica, the central nonprofit agency that plays a coordinating role in the AbilityOne Program, and whose mission is to increase the employment of people with disabilities by building strong partnerships between the federal government and a national network of nonprofit agencies.

About PRIDE Industries

PRIDE Industries delivers business excellence with a positive social impact. A social enterprise, we provide facilities operations and maintenance services, custodial services, contract manufacturing, supply chain management, packaging and fulfillment services, and placement services to private and public organizations nationwide. Founded in 1966, PRIDE Industries’ mission is to create employment for people with disabilities. Through personalized employment services, we help individuals realize their true potential and lead more independent lives. PRIDE Industries proves the value of its inclusive workforce model through operational success across multiple industries every day.

Media Contact

Kat Maudru

(916) 753-4339

media@prideindustries.com

PRIDE Industries is a social enterprise delivering business excellence to public and private organizations nationwide.

Jobs for bipolar people can be hard to find. That was the case for US Air Force veteran Ameer Habeeb when he left the military.

Ameer joined the United States Air Force in 1996, rose to Senior Airman Below the Zone, and became a Crew Chief on C-5 aircraft in his four years of service at Travis Air Force Base.

Difficult Transition from Military

“I enjoyed my time in the military,” Ameer said. “In basic training, they give you challenges that you don’t think you can do, but by the time you get out, you think you can do anything.”

That feeling didn’t last when, in 2000, the New York native decided to stay in sunny California for his postmilitary career.

“It was a difficult transition for me,” Ameer said. “I did every undesirable job in California before I found PRIDE Industries. I sold door to door, worked in collections, worked in restaurants, but I could never get very far.”

Having disabilities made it hard for Ameer to get ahead because employers didn’t know how to help him succeed.

“I have bipolar disorder and anxiety disorder that can be very severe, and there was a time I couldn’t get out of bed for three months. Employers don’t see you as a whole person, and some gave me a hard time for taking time off for medical appointments, for example.”

“I always wondered why I could have so much success in the military and not outside it,” Ameer said. “I was Senior Airman Below the Zone and a multi-million-dollar aircraft had my name on the side of it, but no one would trust me to do anything.”

PRIDE Industries Offers Jobs for Bipolar People

Then came PRIDE Industries, a company with a mission to provide employment for people with disabilities, including jobs for people with bipolar disorder and anxiety.

“When I found PRIDE Industries, it was a blessing,” Ameer said. “I was managing restaurants and hit the ceiling where I couldn’t earn more. Then I found out about a job in a correctional facility working with other people with disabilities, and I applied immediately.”

Ameer started as an Environmental Service Technician and loved the support he received. “I could go to my doctors’ appointments without fear,” he said. “If I experienced bipolar symptoms, I could take a break. They wanted me to be successful, and I dove right in.”

From a Job to a Career

His hard work paid off. In four months, Ameer became an Environmental Services Supervisor. Next came Assistant Operations Manager. A year later, Ameer was made Systems Operations Manager and is now Environmental Services Director.

“PRIDE Industries is a company where you can use what you learned in the military,” Ameer said. “Traits like hard work, dedication, teamwork, organizational skills, and looking out for each other are rewarded. We go by our core values in the Air Force: Integrity First, Service Before Self, and Excellence in All We Do. Those words are on my wall.”

Those values drive Ameer to help others succeed.

“What I love most about my job is my people,” he said. “I love seeing potential in people whether they see it in themselves or not, training them, and giving them opportunities. We’ve done 20 promotions in the last 18 months, which keeps me going.”

“At PRIDE Industries, everyone has the opportunity to succeed,” Ameer said. “We will accommodate you with whatever you need. Accommodation is not expensive or hard. Seeing some succeed because you gave them a chance—that’s why I love my job.”

Advice for Employers and Fellow Veterans

Ameer has a message for employers.

“Veterans with disabilities are whole people. They do a great job. They are on task, know how to work in a team, are motivated, can structure work and get it done, and their production is excellent. If you have a chance to hire a veteran, you should do it!”

He also has a message for vets struggling to find work.

“Remember your feelings when you were doing what you were doing in the service. Those feelings of confidence, feelings of teamwork—those opportunities are still out there. You can do it.”

And he has special advice for any vets with the opportunity to work at PRIDE Industries.

“If you have the opportunity to work at PRIDE Industries, do it. The company cares about veterans, and it cares about me. When I met the president of the company, he knew my name. You are a whole person here.”

Metro magazine’s editor interviews company leaders to share how people with disabilities help make elecontronics components for InterMotive Vehicle Controls, including a product that makes wheelchair-accessible vehicles safer, in a decades-long partnership.